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Who we are

Leading The Way In Tire Industry Recruitment

Tire Talent is a boutique search firm that specializes in tire, auto, truck, OTR, farm and ag, and the rubber industries. With over 30 years of experience in talent acquisition, we are your trusted partner for reliable and skilled professionals you can depend on.

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Why Work With Us?

Industry Focused Icon

Industry Focused

We are a dedicated Talent and Recruiting firm that specializes in Tire, Auto, Truck, OTR, Farm & Ag, and Rubber industries.

Tested and Proven

Tested and Proven

With years of industry experience helping our clients recruit top talent, we’re known for doing one thing well – delivering results.

Community

Community

We’ve built a community of active and passive candidates who are interested and passionate about their careers.

Connecting you with quality

Connecting You With Quality

In our industry, hiring managers face the challenge of quickly forming high-quality teams. With numerous job openings and a full schedule of other duties, finding the best talent remains a daunting task. At Tire Talent, we recognized this need for a specialized service tailored to our industry's unique demands. We bridge the gap between employers and both passive and active qualified candidates. This ensures hiring experiences and facilitates informed hiring decisions for all parties involved.

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> 90%

Client Retention

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5:1

Roles To Recruiters

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1,000+

Successful Searches Completed

Industry Challenges

Our Team Helps You Overcome Tire Industry Challenges

team help

Every Rockstar has a great agent who’s behind the scenes lining up shows and setting the stage for success. We don’t want to be your recruiter – we want to be your agent, and we’ll work tirelessly to set the stage for you to be successful in your career.

We're not here to simply place a candidate and vanish into the ether. Our aim is to cultivate a lasting partnership with you. As specialists in the tire industry, our expertise runs deep, ensuring that we understand your needs inside and out. Just as you entrust your finances to a financial advisor, we invite you to entrust your career journey to Tire Talent.

Testimonials

What Our Client Say

“The process flowed very smoothy and efficiently. The response time, in terms of follow up, was prompt and it was very user friendly. They were focused on candidates that were qualified and had the requisite experience and tools that we were looking for. The pre-qualification work that’s done upfront by Tire Talent is very good and helpful.”

Mike Blackburn

Director of Sales

“It was clear they were connected, they know the key players, they work with the stakeholders, and they have built those relationships over time which became very valuable in our search process. Tire Talent is an organization you can certainly rely on and talk to about the true issues within the bringing on tale.”

Mike Turturice

Director of Human Resources

“Tire Talent was referred to me by Pirelli’s main Human Resource department. Mike knows the tire business which is key to our success. We tried two roles to start with Tire Talent and it was very fast. We wasted no time with candidates. I am very happy the process is very efficient and very fast.”

Aleksandar Gramatikov

CEO, Prometeon

“I had the pleasure of working with Mike and his team for many years, and consistently deliver top-tier, A-player candidates. Their professionalism, insight into the Tire Market has always helped me find the right candidates for the positions I was looking for in the company I was working. I appreciate that Mike runs his business with a strong ethical foundation. In other words, you can count on Mike and his team to always be truthful and deliver on his commitments with excellence. I will continue to use Tire Talent's services and would recommend them to anyone who wants to grow their own team by partnering with Mike and Tire Talent.”

Douglas Kershaw

Head of Operations at Ferentino Tire USA

“Mike and his team have engaged with our organization in order to understand our culture, values and objectives. This has enabled them to specifically target talented individuals that align with all 3 of these – many of whom have become valuable members of our team. We have valued our partnership with Mike and his team for many years now and look forward to many more to come.”

Rachel Revilla

Regional HR Director

“From the very beginning, they showed a great interest in understanding my skills and professional goals. Thanks to their guidance and personalized advice, I was able to improve my profile and highlight my strengths. Their constant follow-up throughout the selection process made me feel valued and supported. I am very grateful for their help and would not hesitate to recommend them.”

John Jairo Duque

Sales Manager

“The opportunity I wound up taking was presented to me within 24 hours. I can’t imagine a better service in any industry like yours. I am forever grateful for that. The professionalism is bar none one of the best— through interview coaching, through the overall process you were extremely clear about what would happen next. It almost seemed like you were coaching both parties which created a great relationship in the end.”

Jeremy Guy

Director of Sales

“The Tire Talent group is a working team environment where they are actively keeping the candidates they’re in contact with in the loop. It’s a true partnership between their organization and the candidate. In the past, LinkedIn is a good location to identify opportunities and networking from your past experiences. The huge uptick with Tire Talent, is that they are not searching for an opportunity— they are searching for the right opportunity. The communication piece was a great thing throughout the process. When Tire Talent would receive information from the employer, they were very proactive on providing that information and feedback. The communication was excellent, everything that was setup was on-time and executed accurately.”

David Miller

MidWest TBR, Farm & AG Regional Sales Manager

“Like all career changes or job hunting efforts, you find yourself part of the sea of many other people looking. One of the things Tire Talent did was took my talents and magnify them. They were able to, byway of the knowledge they had of employers that were looking for certain types of recruits, match my talents with what they were looking for. It was very effective, professional search method. Rachel’s follow up, intuitiveness, and dogged nature seemed as if she was keeping me on the front burner of ‘Things To Do’ and had my best interests at heart the whole time. Again, because of Tire Talents focus and knowledge in the tire industry, they knew what it was I was looking for and that was refreshing and professional in nature the way they do business.”

Mike Zayatz

North East US Territory Account Manager

Our Blogs

Discover Our Latest Blogs

Top 3 Strategies to Grow Tire Business with Limited Resources

Top 3 Strategies to Grow Tire Business with Limited Resources

April 25, 20257 min read

Top 3 Strategies to Grow Tire Business with Limited Resources

By Mike Cioffi

In business, there are always opportunities just waiting to be grabbed. But with limited resources, not everything can be a priority. In the tire industry, where rising costs, supply chain issues, and a shortage of skilled workers are common, growth can feel more like an uphill battle than an opportunity.

From my experience, the key to overcoming these challenges and scaling your business comes down to one thing: smart hiring. When you’re working with tight budgets and small teams, strategic hiring can make all the difference. Companies that optimize their recruitment strategies see a big jump in efficiency, sometimes up to 40%.

In this blog, I’ll share three practical solutions we’ve used to scale smarter, faster, and more cost-effectively.


Business Growth in the Tire Industry: Challenges & Opportunities

Growth is great, but it comes with challenges, especially in the tire industry. Whether you're in wholesale, retail, or manufacturing, you've probably faced rising costs, supply chain issues, and worker shortages. But with the right hiring strategies, even with limited resources, you can grow sustainably.

A good sign it’s time to scale up is when your team’s struggling to keep up with demand, dealing with high turnover, or working overtime. It's always about filling roles, but also about making smart hires that improve efficiency and drive long-term success.

The reality is, there’s no one-size-fits-all approach to hiring in the tire industry. Every business has its own challenges. Some may be limited by space, others by budget, and many are just stretched thin with small teams. That’s why it’s important to think about where talent can make the biggest impact and build your team around that.

Data shows that companies that take a strategic approach to hiring see a 40% boost in efficiency. In the tire industry, where supply chain and cost issues are constant, making smart hires is key to scaling effectively. So, focus on bringing in the right talent now, and you’ll set your business up for success down the road.


Solutions for Smart Hiring for Maximum Impact

As tire companies grow, hiring the right people becomes a key part of sustaining that growth. But with limited resources (whether it’s money, staff, or tech) traditional recruitment methods often aren’t the best fit. To tackle this, businesses need to focus on high-impact hires and cost-effective hiring strategies.

A strong employer brand is one of the best ways to attract talent. A well-designed career page that clearly communicates your company’s values and culture can become a go-to place for job seekers. Pair that with content like industry insights, employee stories, and job search tips, and you’ll keep potential candidates engaged. Plus, updating your blog regularly helps boost your search engine ranking and keeps your brand top of mind. Also, tracking key metrics like cost-per-hire and time-to-fill helps you tweak your approach for better results.

While traditional recruitment ads can get pricey, social media offers an affordable way to reach both active and passive candidates. Platforms like LinkedIn, Facebook, and Instagram let you showcase your company culture with behind-the-scenes content, employee spotlights, and job posts. These strategies, combined with a few more top solutions, can help businesses optimize their hiring process and set themselves up for long-term success.

To explore the top three solutions that can help streamline your hiring process and drive long-term success, keep reading below.

Solutions 1. Automate Routine Recruitment Tasks

Hiring can become overwhelmed by repetitive tasks, but automation helps lighten the load. Instead of dealing with endless emails back-and-forth for scheduling interviews, automation ensures candidates get timely notifications and confirmations. Automated follow-ups keep candidates engaged, which means fewer drop-offs throughout the hiring process.

Things like chatbots and AI-powered assistants can handle common candidate questions, so your HR team can focus on more important tasks. This makes the whole process smoother for both your team and the candidates, all while saving time and reducing errors.

The best part? It scales as you grow. Whether you’re hiring for a single position or scaling up for rapid growth, automated systems can handle a higher volume of applicants without stressing your team out. 

And don’t forget about the data. Automation tools track important metrics like time-to-hire, cost-per-hire, and candidate conversion rates, giving you insights into what’s working and where to improve. The goal is to make smarter decisions, faster, without all the manual effort.

Solution 2. Internal Restructure: Outsourcing vs. In-House HR

As businesses grow, one of the first big decisions is whether to build an in-house HR team or outsource HR services. Outsourcing can be a smart choice when full-time HR staff isn’t an option. It saves money while providing expertise for essential tasks like payroll, benefits, and compliance. However, building an in-house team gives you more control, allowing you to tailor HR solutions specifically to your business’s needs. While this comes with the higher cost of salaries and benefits, the balance between control and cost is key to making the right choice.

Another decision involves whether to hire full-time or part-time employees. Full-time staff offer greater availability but come with the added costs of benefits and salaries. On the other hand, part-time workers can save money if the role doesn’t require full-time commitment. Remote workers can also be a cost-effective option, particularly if they live in areas with a lower cost of living. Another cost-saving strategy is outsourcing non-essential tasks. Contractors, for example, bring specialized skills without the long-term commitment, allowing you to access expertise as needed without the added costs of full-time employees.

Rehiring former employees is another strategy that can save on recruitment costs. These employees are already familiar with your company, its culture, and processes, which means they need less training and can get up to speed faster.

When it comes to hiring, focusing on quality over quantity is often the best approach. One experienced employee can be more effective than several less experienced ones. Being clear about expectations and the role’s requirements from the start ensures you’re bringing in the right person for the job.

Lastly, keeping employees happy and engaged plays a huge role in reducing hiring costs. A strong company culture, flexible work options, and regular feedback all contribute to higher employee retention. With a more stable workforce, businesses can reduce turnover and the constant costs associated with recruiting new employees. As your team expands, it’s important to continually assess how things are functioning and make adjustments as needed to ensure alignment with company goals.

Solution 3: Employee Referral Programs As Cost-Effective Hiring Solution

Employee referral programs are a powerful, cost-effective way to streamline recruitment. By encouraging current employees to refer candidates, companies tap into a network of potential hires who are already aligned with the company culture and values. Referrals often lead to faster hiring decisions since candidates are pre-vetted by employees, reducing time-to-hire and improving efficiency. Plus, employees who refer others feel a sense of ownership in building the team, boosting overall workplace engagement.

Referrals also improve retention. Referred employees tend to stay longer because they fit the company culture better, leading to lower turnover rates. Additionally, internal hiring combined with referrals is an efficient way to fill key roles. To make your employee referral program work, set clear guidelines and offer meaningful incentives (financial bonuses, extra vacation days, or other perks). Clearly communicate the program, regularly remind employees to participate, and make the rewards attractive. Gather feedback from employees and referred candidates to refine the program and keep it effective.


Conclusion

Every business has untapped potential ready to be seized, but with limited resources, it’s crucial to prioritize initiatives that offer the most value. In the tire industry, turning growth challenges into opportunities often comes down to strategic hiring. From my experience, implementing smart hiring solutions like automation, employee referrals, and optimizing HR structures has been key in helping tire businesses scale smarter and more efficiently.

Attracting the right talent doesn’t require a huge budget. It’s about being strategic and highlighting what makes your company unique. Small businesses have the edge in offering flexibility, visibility, and impact that larger corporations can’t match. By focusing on building the right team with these strategies, I’ve been able to create a foundation for sustainable growth that doesn’t rely on a massive budget but on smart, thoughtful hiring.


Mike Cioffi is the founder of Tire Talent, a boutique recruiting agency dedicated to our industry. You can reach him directly: [email protected] if you have any questions about this article.


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